Challenge of Learning and Change--Shifting Comfort Zones

Learning and change are challenging.  Comfort zones need to shift and most of us are highly resistant to changing our comfort zones, especially with regard to things we think of as security.  See the post from February 16, 2010, on Change--Learning--Training--Innovation and the New Economy.

Several years ago I developed two meta-models to explain learning and change on the individual and organizational levels. The  Personal Performance Change Curve and the Organizational Performance Change Curve--See slides 8 and 9.  (I have reproduced them below to be part of this post.)

For years I have worked with people at levels in their organizations where they do not feel they can influence change.  We can change ourselves and our response to our surroundings.  Once we do that and adjust our own comfort zones accordingly, we may have more influence on those around us--even to the organizational level.

Awareness--Acceptance--Action are key requirements for change and are part of these two meta-models.  We need to go through those steps--frequently with someone who can assist us in the process--in order for learning and change to take place and anchor for something new to happen.

(Click on the pictures to see them separately and completely.)

(Click on the pictures to see them separately and completely.)

While these two meta-models go a long way to explain and guide change for individuals and organizations, they can usually be understood better if someone can walk people through the models with experiences from their own lives.

To help businesses focus on areas for improvement and change, I have made available a series of business survey tools on eBay.

On the DrM-Resources Services web page, check out these surveys: Business Snapshot-DrM, the Business Improvement Survey-DrM, and the Workforce Training Needs Survey-DrM.

This post is continued in the post on Learning and Change for February 21, 2010.